Average work pressure

The on-site unit manager clearly knows that several colleagues lack the necessary abilities. Lin, Tsai, and Chen all paste the company's code into GPT to do their work, yet the manager does not stop them and still gives them KPIs, violating company regulations.

Whenever there is a people-related issue, the manager simply refuses to deal with it, causing some talented employees to leave.

To boost performance, the manager disregards team quality and likes to make grand promises.

It is obvious that some people fabricate their end-of-term reports, but the manager does not care—after all, they are only for show to senior management. Some outcomes are even predetermined and provide no actual benefit to everyone.

The manager always says that everyone is treated fairly, but in reality only nurtures a few people—Chou, Liu, Chang, Lin, and Chen—to build their own team.

The manager often says that people with only this level of ability need to work harder, but in practice provides no opportunities for them to gain experience, leaving them able to do nothing but imagine and think until their systems break down.

The manager thinks they have a good relationship with their subordinates and wants to outperform the previous supervisor, but in fact everyone can sense the lack of sincerity.

It is very obvious that the manager gives people the cold shoulder, whether in work assignments or seating arrangements.

After the manager changed, the entire department became even more fragmented. People without the necessary abilities are allowed to stay, while capable employees are driven to resign.